The Role of Human Resource Systems in Job Applicant Decision Processes

Given that organizations make choices about how to manage their human resources, information about the organization is often expressed or implied in the human resource systems that organizations implement. This study proposes that information conveyed through human resource systems affects applicant job choices, that particular systems will be more important to some people than to others, and that job acceptance will be influenced by the degree to which individual characteristics match the content of the system information presented. A policy-capturing design was used to assess the effects of human resource systems within the context of other variables that past research has shown to significantly influence job choices. Results suggested support for the importance of human resource systems in job choice decisions, and further suggested that the fit between individual characteristics and organizational settings described by these systems may be particularly important determinants of job acceptance.

[1]  P. Hanges,et al.  A network model of organizational climate: Friendship clusters, subgroup agreement, and climate schemas , 2008 .

[2]  Peter A. Bamberger,et al.  Organizational issues in high technology management , 1992 .

[3]  Timothy A. Judge,et al.  Effects of Work Values on Job Choice Decisions , 1992 .

[4]  S. Zedeck.  Work, Families, and Organizations , 1992 .

[5]  M. L. Cooper,et al.  Antecedents and outcomes of work-family conflict: testing a model of the work-family interface. , 1992, The Journal of applied psychology.

[6]  D. Friedman,et al.  Work and family issues: A legitimate business concern. , 1992 .

[7]  Gerald R. Ferris,et al.  Strategy and human resources management , 1992 .

[8]  Barry Gerhart,et al.  Employee Compensation: Research and Practice , 1992 .

[9]  Jennifer A. Chatman,et al.  PEOPLE AND ORGANIZATIONAL CULTURE: A PROFILE COMPARISON APPROACH TO ASSESSING PERSON-ORGANIZATION FIT , 1991 .

[10]  B. Gutek,et al.  Rational versus gender role explanations for work-family conflict. , 1991 .

[11]  S. Fineman.  The Meaning Of Working , 1991 .

[12]  D. Caldwell,et al.  Measuring person-job fit with a profile-comparison process , 1990 .

[13]  George T. Milkovich,et al.  Organizational Differences in Managerial Compensation and Financial Performance , 1990 .

[14]  J. Greenberg,et al.  Organizational Justice: Yesterday, Today, and Tomorrow , 1990 .

[15]  S. Rynes,et al.  Applicant Attraction Strategies: An Organizational Perspective , 1990 .

[16]  J. R. Larson,et al.  Research strategies and tactics in industrial and organizational psychology. , 1990 .

[17]  M. Bazerman.  Judgment in Managerial Decision Making , 1990 .

[18]  Elizabeth C. Ravlin,et al.  The transitivity of work values: Hierarchical preference ordering of socially desirable stimuli , 1989 .

[19]  Ronald A. Ash,et al.  Do People Make the Place?: An Examination of the Attraction-Selection-Attrition Hypothesis , 1989 .

[20]  Cheryl L. Adkins,et al.  A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. , 1989 .

[21]  S. Rynes.  Recruitment, Job Choice, and Post-Hire Consequences: A Call For New Research Directions , 1989 .

[22]  Jeffrey A. Sonnenfeld,et al.  Staffing Policy as a Strategic Response: A Typology of Career Systems , 1988 .

[23]  T. Tyler,et al.  The Social Psychology of Procedural Justice , 1988 .

[24]  Rudolf H. Moos,et al.  Person-environment congruence in work, school, and health care settings☆ , 1987 .

[25]  R. Dawis,et al.  Measurement of person-environment fit and prediction of satisfaction in the theory of work adjustment☆ , 1987 .

[26]  Carol T. Kulik,et al.  Work design as an approach to person-environment fit , 1987 .

[27]  Elizabeth C. Ravlin,et al.  Effect of values on perception and decision making: A study of alternative work values measures. , 1987 .

[28]  Gary Blau,et al.  Using a person-environment fit model to predict job involvement and organizational commitment , 1987 .

[29]  Marian N. Ruderman,et al.  The role of procedural and distributive justice in organizational behavior , 1987 .

[30]  H. P. Sims,et al.  Leading Workers to Lead Themselves: The External Leadership of Self-Managing Work Teams. , 1987 .

[31]  Tom R. Tyler,et al.  Conditions leading to value-expressive effects in judgments of procedural justice: A test of four models. , 1987 .

[32]  J. Greenberg,et al.  A Taxonomy of Organizational Justice Theories , 1987 .

[33]  Barry M. Staw,et al.  Organizational Psychology and the Pursuit of the Happy/Productive Worker , 1986 .

[34]  Jeffrey H. Greenhaus,et al.  Sources of Conflict Between Work and Family Roles , 1985 .

[35]  J. Rosenbaum,et al.  Career Mobility in a Corporate Hierarchy. , 1986 .

[36]  Sara L. Rynes,et al.  Organizational Staffing: Integrating Practice with Strategy , 1984 .

[37]  John J. Lawler,et al.  A policy-capturing investigation of the role of expectancies in decisions to pursue job alternatives. , 1983 .

[38]  Donald P. Schwab,et al.  The role of pay and market pay variability in job application decisions. , 1983 .

[39]  D. Mook,et al.  In defense of external invalidity. , 1983 .

[40]  J. French,et al.  The mechanisms of job stress and strain , 1984 .

[41]  R. Burke,et al.  Preferred organizational climates of Type A individuals , 1982 .

[42]  H. J. Arnold,et al.  A Test of the Validity of the Multiplicative Hypothesis of Expectancy- Valence Theories of Work Motivation , 1981 .

[43]  Donald P. Schwab,et al.  INDIVIDUAL REACTIONS TO ORGANIZATIONAL RECRUITING: A REVIEW , 1980 .

[44]  G. W. Milligan,et al.  An examination of the effect of six types of error perturbation on fifteen clustering algorithms , 1980 .

[45]  L. White.  Psychology of vocational choice , 1979 .

[46]  H. J. Arnold,et al.  Position choice: Comparing the importance of organizational and job factors. , 1978 .

[47]  Sheldon Zedeck,et al.  An information processing model and approach to the study of motivation , 1977 .

[48]  E. Hanushek.  Statistical methods for social scientists , 1977 .

[49]  John W. Payne,et al.  Task complexity and contingent processing in decision making: An information search and protocol analysis☆ , 1976 .

[50]  E. A. Locke.  The nature and causes of job satisfaction , 1976 .

[51]  Jacob Cohen,et al.  Applied multiple regression/correlation analysis for the behavioral sciences , 1979 .

[52]  D. Jackson.  Personality research form manual , 1974 .

[53]  M. Rokeach.  The Nature Of Human Values , 1974 .

[54]  G. Veigh.  Pay and Organizational Effectiveness: A Psychological View , 1972 .

[55]  Victor R. Tom.  The role of personality and organizational images in the recruiting process , 1971 .

[56]  Victor H. Vroom,et al.  Organizational choice: A study of pre- and postdecision processes , 1966 .

[57]  John L. Holland,et al.  The Psychology Of Vocational Choice , 1966 .

[58]  J. Rotter.  Generalized expectancies for internal versus external control of reinforcement. , 1966, Psychological monographs.

[59]  H. Fallding.  A Proposal for the Empirical Study of Values , 1965 .

[60]  V. Vroom.  Work and motivation , 1964 .

[61]  J. H. Ward.  Hierarchical Grouping to Optimize an Objective Function , 1963 .

[62]  R. Turner.  Sponsored and Contest Mobility and the School System , 1960 .

[63]  D. Super.  A theory of vocational development. , 1953 .